GENDER EQUALITY INDEX

The gender equality index obtained by our company HANA GROUP for the year 2024 (for the financial year 2023) is 76/100.

For companies with between 50 and 250 employees, this index is calculated using the following 4 indicators:
– Pay gap: 21/40
– The individual pay rise distribution gap: 35/35
– Percentage of employees receiving a pay rise on return from maternity leave: 15/15
– Number of employees of the under-represented sex among the ten highest earners: 5/10

Our overriding ambition is to create a culture of effective equality within HANA GROUP, where everyone benefits from the same opportunities and fair treatment.

To achieve this vision, we are committed to putting in place tangible initiatives through our day-to-day actions, fuelled by a desire to make constant progress and continually improve our performance on our indicators, particularly the first.

We are fully aware of the efforts required and the areas for improvement that need to be explored. By identifying and implementing these areas, we are strengthening our commitment to ensuring that professional equality is not only valued, but also lived out in every aspect of our business.

Professional equality is therefore reflected in concrete actions that HANA GROUP implements on a daily basis, in particular to make progress on indicator n°1 in order to obtain a score of 30/40 and by continuing to implement an equitable recruitment and internal promotion policy in order to also make progress on indicator n°4.

In accordance with current legislation, each company is required to publish, on 1 March each year, its gender equality index, which measures the company’s situation through 5 indicators representing a total of 100 points.

The gender equality index obtained by HANA GROUP France in 2024 (for the year 2023) is 94/100.

For companies with more than 250 employees, this index is calculated using the following 5 indicators with the corresponding results:

– Pay gap: 39/40
– Gap in the distribution of individual increases: 20/20
– Gap in the distribution of promotions between women and men: 15/15
– Percentage of employees receiving a raise after returning from maternity leave: 15/15
– Number of employees of the under-represented sex among the ten highest earners: 5/10

Professional equality is a value that is an integral part of the culture and policies of HANA GROUP France, and this is reflected in a result that is higher than the French average in 2024 and has been steadily improving over the last 3 years.

In 2024, we will pursue our actions to continue to advance equality between women and men within HANA GROUP France and ensure sustainable performance in this area.

Gender Pay Gap is a report required by law under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, where companies who employ over 250 workers must report the percentage difference on average hourly earnings for Men and Women.

We are encouraged to publish the results on our website and the government website for each calendar year showing the following measures from the snapshot date of 5^th April 2023:

– The mean and median gender pay gap
– The mean and median bonus gap
– The proportions of males and females who receive bonuses

Hana Group UK Gender Pay Gap Results:

The Company does not believe that this year’s Gender Pay Gap report accurately reflects the overall position in relation to its workforce and it is not a true representation given methodology followed.

However, the Company is aware of the fact that this snapshot of data may have highlighted some senior level positions within the organisation being held by a higher majority of male employees which is an area we continue to rebalance and continue to encourage the promotion and development of female colleagues to be better represented at executive levels; which has improved with appointment of two senior executives and larger percentage of our senior management team.

Overall, in our stores we had 39% of male colleagues and 61% of female colleagues as a snapshot and in our senior leadership teams we have even number of 7 female to 7 male area managers. Our exec team has two female and three male colleagues.

The median pay gap is 2% which has improved from 5% in last financial year.
64.9% of female colleagues achieved bonus against 58.1% of male colleagues.

We continue to focus, support, encourage and further balance female representation at senior levels.